Just keeping up with the fast-moving AI conversation can be a challenge for recruitment businesses. A year ago, a lot of recruitment leaders were peering in, wondering what AI was and what it would mean for the industry, and there was a good deal of skepticism mixed with curiosity. Now, while we definitely have to
Are we about to go full circle and return to in-person interviews for most salaried roles? COVID pushed us to remote, Zoom-based interviews. Emerging tech then allowed employers to leverage AI to prompt interviewers on questions to use to interview humans. And now those candidates are responding by using AI to ace interviews. Which has
When managers feel equipped, they lead with greater confidence and care — especially in the moments that matter most. But how can talent teams equip each manager with just-in-time, one-on-one feedback ahead of high-stakes conversations? This year, LinkedIn piloted a new tool to support manager development during the midyear review cycle: role play practice with
If you’re somewhere between curious and overwhelmed about AI in hiring, you’re not alone. While nearly three-fourths of talent pros expect AI to change the way companies hire, only about one-in-ten are actively integrating AI in their hiring processes. LinkedIn’s new AI Academy for Talent Professionals is here to help close that gap — whether
The healthcare talent shortage isn’t going anywhere. Nurse recruiting remains particularly competitive, with the number of job posts on LinkedIn for nurses jumping 14 times between the summer and the fall in 2024. Nurses are currently the third most in-demand job on LinkedIn. Even among healthcare leaders I speak with who feel they’re getting a
I didn’t set out to work in talent architecture. But somewhere between the messy job descriptions, the org design conversations, and the lightbulb moments with stakeholders, I got hooked. Done right, talent architecture maps roles, skills, and career progression into a coherent framework and creates clarity and talent mobility. But building a workable talent architecture
We’ve all heard the promise of AI in recruitment: less time spent on manual tasks, more time focused on what really matters — connecting with top candidates and making smarter, faster placements. But as more firms adopt and scale AI solutions across their recruitment functions, one question looms large: What kind of impact is AI
“Our founder likes to think of us as treasure hunters,” says Tim Brown, vice president of talent acquisition at Chobani and one of many LinkedIn customers quoted in a new report from the Organization for Economic Co-operation and Development (OECD). “Our recruiting team is really out going beyond just pedigrees and trying to discover in
It’s time to change the way we think about hiring — the purpose, the goals, our mindset as hiring managers, even the approach we take as candidates. The vast majority of companies (I would estimate well over 90%) engage candidates in a counterproductive “dance” where candidates are expected to show up and perform for them.
Hiring and onboarding are high-stakes activities at small businesses. The right person can drive success, while a bad fit can have significant negative impacts. But it’s tricky to know if you’re making the right hiring decisions, especially when recruiting isn’t your full-time job. There are many steps between identifying a hiring need and employing a
